Anne Helen Petersen Quotes

She should be assertive but not bossy, feminine but not prissy, experienced but not condescending, fashionable but not superficial, forceful but not shrill. Put simply: she should be masculine, but not too masculine; feminine, but not too feminine. She should be everything, which means she should be nothing. That

[Burnout] isn’t a personal problem. It’s a societal one—and it will not be cured by productivity apps, or a bullet journal, or face mask skin treatments, or overnight fucking oats.

It’s one thing to be young, cherub-faced, straight woman doing and saying things that make people uncomfortable. It’s quite another – and far riskier – to do those same things in a body that is not white, straight, not slender, not young, or not American.

The endurance of the “pull yourself up by your bootstraps” narrative has always relied on people ignoring who’s allowed boots and who’s given the straps with which to pull them up.

Sometimes when a woman speaks out, some people think it’s shouting”—a

Millennials became the first generation to fully conceptualize themselves as walking college resumes. With assistance from our parents, society, and educators, we came to understand ourselves, consciously or not, as “human capital”: subjects to be optimized for better performance in the economy.

Most of us would rather read a book than stare at our phones, but we’re so tired that mindless scrolling is all we have energy to do.

To turn black women into objectified others was to underline their difference; they may be beautiful, but they are of another kind, separate from the dominant understanding of attractiveness.

The desire for the cool job that you’re passionate about is a particularly modern and bourgeois phenomenon—and, as we’ll see, a means of elevating a certain type of labor to the point of desirability that workers will tolerate all forms of exploitation for the “honor” of performing it. The rhetoric of “Do you what you love, and you’ll never work another day in your life” is a burnout trap. By cloaking the labor in the language of “passion,” we’re prevented from thinking of what we do as what it is: a job, not the entirety of our lives.

To be an unruly woman today is to oscillate between the postures of fearlessness and self-doubt, between listening to the voices that tell a woman she is too much and one’s own, whispering and yelling I am already enough, and always have been.

We were raised to believe that if we worked hard enough, we could win the system - of American capitalism and meritocracy - or at least live comfortably within it. But something happened in the late 2010s. We looked up from our work and realized, there’s no winning the system when the system itself is broken.

It took burning out for many of us to arrive at this point. But the new millennial refrain of “Fuck passion, pay me” feels more persuasive and powerful every day.

few things enrage, confuse, and repulse audiences more than the suggestion that the primary visual purpose of a woman’s body is not the pleasure of men.

as the journalist Anne Helen Petersen writes in a widely shared essay on millennial burnout, you can’t fix such problems “with vacation, or an adult coloring book, or ‘anxiety baking,’ or the Pomodoro Technique, or overnight fucking oats.

Femininity cloaked power and strength, made it more palatable, less threatening.

Which is precisely why I wanted to write this book: these unruly women are so magnetic, but that magnetism is countered, at every point, by ideologies that train both men and women to distance themselves from those behaviors in our own lives. Put differently, it’s one thing to admire such abrasiveness and disrespect for the status quo in someone else; it’s quite another to take that risk in one’s own life.

Hence, the policing of the female athlete, who faces the daunting task of maintaining a body strong enough to excel at her sport of choice but contained enough so as not to incite fear about transcending her given place in the world.

Through this lens, unruliness can be viewed as an amplification of anger about a climate that publicly embraces equality but does little to enact change. It’s no wonder we have such mixed feelings about these women: they’re constant reminders of the chasm between what we think we believe and how we actually behave.

One common refrain I’ve heard from Gifted and Talented kids is how none of us really learned how to think,” he said. “We could just retain information so much easier, and most importantly, we had great reading comprehension, which is 90 percent of school assignments. Once I got to college, I realized how little I really know about studying and effectively learning and thinking rather than just reading and knowing.

Do what you love and you’ll never work a day in your life work super fucking hard all the time with no separation and no boundaries and also take everything extremely personally.

The modern Millennial, for the most part, views adulthood as a series of actions, as opposed to a state of being. Adulting therefore becomes a verb.

We’ve conditioned ourselves to ignore every signal from the body saying This is too much, and we call that conditioning “grit” or “hustle.

you’re damned if you do; you’re damned if you don’t. Try too hard, and you’re disgusting; don’t try at all, and you’re invisible.

A recommitment to and cherishing of oneself isn’t self-care, or self-centeredness, at least not in the contemporary connotations of those words. Instead, it’s a declaration of value: not because you labor, not because you consume, not because you produce, but simply because you are.

The crafting of the face is a billion-dollar industry because there’s actually only one truly acceptable face to create: that of “the girl.” The girl’s face is always dewy, unblemished, and unwrinkled, her eyes bright, her forehead uncreased. “Womanly” hips and ass might be theoretically fetishized, but they’re desirable only when the rest of the body remains that of the girl.

[T]hat’s the thing about American governmental intervention: When it’s effective, it’s enveloped in a narrative of “American ingenuity and hard work”; when it’s ineffective, it’s proof of the fundamentally immoral nature of government assistance.

Familiar with this feeling, journalist Anne Helen Petersen described the phenomenon as “errand paralysis” in her conversation-shifting BuzzFeed article “How Millennials Became the Burnout Generation.” “Why can’t I get this mundane stuff done?” she asked. “Because I’m burned out. Why am I burned out? Because I’ve internalized the idea that I should be working all the time. Why have I internalized that idea? Because everything and everyone in my life has reinforced it—explicitly and implicitly—since I was young.

...a far more palatable - and, in many cases, more successful - form of femininity: the lifestyle supermom...they've built tremendously successful brands by embracing the 'new domesticity,' defined by consumption, maternity, and a sort of twenty-first century gentility.

It’s a tendency that reflects the age-old understanding that (white) men can contain multitudes, while members of every other group are pitted against themselves, as if there can be only one show about black families, or queer dudes, or, in the case of Broad City and Girls, young women. Jacobson

A reckoning with burnout is so often the reckoning with the fact that the things you fill your day with — the things you fill your life with — feel unrecognizable from the sort of life you want to live, and the sort of meaning you want to make of it. That’s why the burnout condition is more than just addiction to work. It’s an alienation from the self, and from desire. If you subtract your ability to work, who are you? Is there a self left to excavate? Do you know what you like and don’t like when there’s no one there to watch, and no exhaustion to force you to choose the path of least resistance? Do you know how to move without always moving forward?

But who needs romance when you have friendship with just as much texture and affection?

Women can consider themselves free, feminist, and liberated in so many ways-- yet still be controlled by the notion of an ideal body of which their own continually falls short.

Poor parents don’t “arrive” at burnout. They’ve never left it.

Just because inequality is not as dire does not mean that it is not felt.

Increased efficiency means more of the most precious commodity: time. But time for what, exactly? Usually, to do more work.

Rest doesn’t just make workers happier, but makes them more efficient when they’re actually on the job.

But unruliness – in its many manifestations, small and large, in action, in representation, in language – feels more important, more necessary, than ever.

It’s no wonder we have such mixed feelings about these women: they’re constant reminders of the chasm between what we think we believe and how we actually behave.

Why have I worked all the time since actually finding one? Because I’m terrified of losing it, and because my value as a worker and my value as a person have become intractably intertwined.

Historically, it has taken very little to turn women against one another and even less to turn men, so anxious about the maintenance of power, against women who attempt to seize some modicum of it for themselves.

I find myself returning to one of the best pieces of advice I’ve received about how to actually reduce burnout: Think not just about how to reduce your own, but how your own actions are sparking and fanning burnout in others.

Feministing writer Jos Truitt puts it, “trans women are disrespected and treated terribly when they don’t pass, but if they do pass they’re called out for upholding the gender binary and cis standards of beauty. It is an impossible bind.”13

The poor and people of color are yoked to the abject; white people use its exploration as a path toward self-liberation. It’s a valid critique—and one that Broad City has increasingly interrogated, suggesting, especially in later seasons, the extent of Abbi and Ilana’s privilege.

In the end, matriarchy isn’t the fear. Rather, it’s the idea that women will define their own value, and their own futures, on their own terms instead of by terms men have laid out—put differently, that each gender, and each individual, will have the power to determine their own destiny.

Work hasn’t changed. Workplaces still act like everyone has a wife at home. Everyone should be the ideal worker and not have to leave to take care of a sick kid. If one family struggles to balance it all, it’s a personal problem. All these families with the same problem? That’s a social issue.

Women suppress a lot of their sides. It's a form of "code-switching"--a term to describe how one speaks and behaves differently in order to match an intended audience. Code switching is, at heart, a survival mechanism: a way of showing, at any particular moment, that you fit in, you're not a threat, you belong.

Of course, there have been unruly women for as long as there have been boundaries of what constitutes ‘feminine’ behavior: women who, in some way, step outside the boundaries of good womanhood, who end up being labeled too fat, too loud, too slutty, too whatever characteristic women are supposed to keep under control.

Of course, there have been unruly women for as long as there have been boundaries of what constitutes acceptable “feminine” behavior: women who, in some way, step outside the boundaries of good womanhood, who end up being labeled too fat, too loud, too slutty, too whatever characteristic women are supposed to keep under control.

Serena’s body isn’t built to emulate the look of the model in an Ann Taylor shift dress. It’s built – through an exacting and grueling regimen – to decimate her opponents. And his suggestion that the body, too, is beautiful and sexy – in spite of, or even because of, its threat to the norms of white femininity – will continue to be threatening until the standards of beauty are decentered from those of the white upper class.

Celebrities are our most visible and binding embodiments of ideology at work: the way we pinpoint and police representations of everything from blackness to queerness, from femininity to pregnancy. Which is why the success of these unruly women is inextricable from the confluence of attitudes toward women in the 2010s: the public reembrace of feminism set against a backdrop of increased legislation of women’s bodies, the persistence of the income gap, the policing of how women’s bodies should look and act in public, and the election of Trump. Through this lens, unruliness can be viewed as an amplification of anger about a climate that publicly embraces equality but does little to enact change. It’s no wonder we have such mixed feelings about these women: they’re constant reminders of the chasm between what we think we believe and how we actually behave.

This example from the retail world should be instructive: if you have only enough employees to barely get the work done as is, you’ve engineered a scenario in which employees may have theoretical permission to take time off, but understand that they’ll shoulder the burden of that time off in some way. Either they try to keep doing part of their work while on leave, a colleague takes on an even larger work burden, or a portion of essential work goes undone, slowing everyone on a team.

See especially academia, which has effectively become a hope labor industrial complex. Within that system, tenured professors—ostensibly proof positive that you can, indeed, think about your subject of choice for the rest of your life, complete with job security, if you just work hard enough—encourage their most motivated students to apply for grad school. The grad schools depend on money from full-pay students and/or cheap labor from those students, so they accept far more master’s students than there are spots in PhD programs, and far more PhD students than there are tenure-track positions. Through it all, grad students are told that work will, in essence, save them: If they publish more, if they go to more conferences to present their work, if they get a book contract before graduating, their chances on the job market will go up. For a very limited few, this proves true. But it is no guarantee—and with ever-diminished funding for public universities, many students take on the costs of conference travel themselves (often through student loans), scrambling to make ends meet over the summer while they apply for the already-scarce number of academic jobs available, many of them in remote locations, with little promise of long-term stability. Some academics exhaust their hope labor supply during grad school. For others, it takes years on the market, often while adjuncting for little pay in demeaning and demanding work conditions, before the dream starts to splinter. But the system itself is set up to feed itself as long as possible. Most humanities PhD programs still offer little or nothing in terms of training for jobs outside of academia, creating a sort of mandatory tunnel from grad school to tenure-track aspirant. In the humanities, especially, to obtain a PhD—to become a doctor in your field of knowledge—is to adopt the refrain “I don’t have any marketable skills.” Many academics have no choice but to keep teaching—the only thing they feel equipped to do—even without fair pay or job security. Academic institutions are incentivized to keep adjuncts “doing what they love”—but there’s additional pressure from peers and mentors who’ve become deeply invested in the continued viability of the institution. Many senior academics with little experience of the realities of the contemporary market explicitly and implicitly advise their students that the only good job is a tenure-track academic job. When I failed to get an academic job in 2011, I felt soft but unsubtle dismay from various professors upon telling them that I had chosen to take a high school teaching job to make ends meet. It

Many Hollywood stars have committed versions of the long suicide. Biographies of Clift posit that he drank because he couldn’t be his true self, because homosexuality was the shame he had to shelter within. But if you look at his own words, his testimonies about what acting did to him, you’ll see the culprit. His perpetual question to himself, as he once scribbled in his journal, was, “How to remain thin-skinned, vulnerable, and still alive?” For Clift, the task proved impossible. Clift once said, “The closer we come to the negative, to death, the more we blossom.” He took himself to that precipice, but he fell straight in. And so he remains frozen in the popular imagination, circa From Here to Eternity—those high cheekbones, that set jaw, the firm stare: a magnificent, proud, tragically broken thing to behold.

The fixers would erase all traces of the incident: the police would be paid off; the report would disappear. To the public at large, he’d continue to be a gallant husband, doting father, and responsible citizen—the very paragon of contemporary masculinity. Any whispers of chronic drunkenness would be silenced by well-placed mentions in the gossip columns concerning his commitment to his adoring children and devoted wife.

Scandal is amplified when a star’s actions violate not only the status quo but the underlying understanding of that star’s image as well: when

The Washington Post framed the culmination as a “real life drama,” telling the tale of how their love had been readily apparent for months, and “any one at all familiar with the strenuous methods of Doug was reasonably sure he would not accept ‘no’ as the final answer.

According to Pew Research Center, the youngest millennials, born in 1996, will turn twenty-four in 2020. The oldest, born in 1981, will turn thirty-nine. And population projections suggest there are now more of us in the United States—73 million—than any other generation.

Gone with the Wind (1939), were actually made with Gable on loan to other studios,

Time pressure comes largely from forces outside ourselves: from a cutthroat economy; from the loss of the social safety nets and family networks that used to help ease the burdens of work and childcare; and from the sexist expectation that women must excel in their careers while assuming most of the responsibilities at home. None of that will be solved by self-help alone; as the journalist Anne Helen Petersen writes in a widely shared essay on millennial burnout, you can’t fix such problems “with vacation, or an adult coloring book, or ‘anxiety baking,’ or the Pomodoro Technique, or overnight fucking oats.” But my point here is that however privileged or unfortunate your specific situation, fully facing the reality of it can only help.

Why did I work all the time? Because I was terrified of not getting a job. Why have I worked all the time since actually finding one? Because I’m terrified of losing it, and because my value as a worker and my value as a person have become intractably intertwined.

With assistance from our parents, society, and educators, we came to understand ourselves, consciously or not, as “human capital”: subjects to be optimized for better performance in the economy.

So-called Tiger Moms have often been demonized in the press, framed as crass, domineering, and un-American for their single-mindedness in preparing their children for college. Yet “good” Americans—which is to say, upper-middle-class white Americans—do the same thing. They simply cloak conversations about college in the rhetoric of “happiness” and “fit” and “fulfilling one’s potential.” It’s less crass. But it’s still bullshit.

Baby Boomers did that thing where you leave a single square of toilet paper on the roll and pretend it’s not your turn to change it, but with a whole society.

Look squarely at your fatigue and remind yourself that there’s no app, or self-help book, or meal-planning scheme that can lift it.

Their bodies, words, and actions have become a locus for the type of inflammatory rhetoric usually reserved only for political figures.

It’s as if each of these women is constantly igniting the line of acceptable behavior: you don’t know where it is until she steps over it, at which point it bursts into flames.

The more you analyze what makes these behaviors transgressive, the easier it is to see what they’re threatening: what it means to be a woman, of course, but also entrenched understandings of women’s passive role in society. While the book centers around highly visible women, it also reveals the expectations surrounding every woman’s behavior—and why talking too loudly, acting too promiscuously, or exposing too much skin is so incredibly threatening to the status quo.

As Darcy Lockman puts it in All the Rage: Mothers, Fathers, and the Myth of Equal Partnership, “Reports of the modern, involved father have been greatly exaggerated.

A reckoning with burnout is so often a reckoning with the fact that the things you fill your day with—the things you fill your life with—feel unrecognizable from the sort of life you want to live, and the sort of meaning you want to make of it. That’s why the burnout condition is more than just addiction to work. It’s an alienation from the self, and from desire. If you subtract your ability to work, who are you? Is there a self left to excavate? Do you know what you like and don’t like when there’s no one there to watch, and no exhaustion to force you to choose the path of least resistance? Do you know how to move without always moving forward?

A recommitment to and cherishing of oneself isn’t self-care, or self-centered-ness, at least not in the contemporary connotations of those words. Instead, it’s a declaration of value: not because you labor, not because you consume, not because you produce, but simply because you are. To emerge from burnout, and ultimately resist its return, is to remember as much.

In writing that article, and this book, I haven’t cured anyone’s burnout, including my own. But one thing did become incredibly clear: This isn’t a personal problem. It’s a societal one—and it will not be cured by productivity apps, or a bullet journal, or face mask skin treatments, or overnight fucking oats. We gravitate toward those personal cures because they seem tenable, and promise that our lives can be recentered, and regrounded, with just a bit more discipline, a new app, a better email organization strategy, or a new approach to meal planning. But these are all merely Band-Aids on an open wound. They might temporarily stop the bleeding, but when they fall off, and we fail at our newfound discipline, we just feel worse.

It’s no surprise that people who thrive in the office are almost always the same people who have accumulated or were raised with a lot of identity-related privilege outside it.

One of the refrains of the current moment is “I don’t know how to make you care about other people.” And one of the most straightforward solutions could be giving people the time and mental freedom to actually care about things that aren’t themselves and their immediate families.

If we shift our focus from relentless productivity, we may collectively rethink our societal metrics for success. A society obsessed with shareholder value, GDP, and corporate wealth creation will value and reward those who drive those metrics upward: bankers, venture capitalists, day traders. A society obsessed with quality of life, care, and societal health values and rewards a very different set of people. Before and during the pandemic, our most “essential” workers struggled to receive equitable pay and adequate protections, precisely because their work wasn’t valued. But what if it was? And what if one of the key steps to getting there was for nonessential workers (like us!) to change the way we see ourselves?

We don't work from home because work is what matters most. We work from home to free ourselves to focus on what actually does.

Efficiency and long hours might seem at cross-purposes, but they’re the twin pillars of the ideal flexible worker: obsessed with productivity, but instead of trading that productivity for less work, they work all the time.

Life at a flexible company might be unstable, with ever-shifting demands, goals, and expectations for future pay and benefits. But successful workers were the ones who could roll with it: make themselves flexible and remain mostly upbeat. The impetus wasn’t on the company to provide stability but on the workers to amend their attitudes toward the absence of it.

Boundaries can, theoretically, work, but only for a privileged subset of your organization. They’re simply not a sustainable option for the vast majority of workers, especially those who aren’t in senior positions, who are women, who are people of color, or who are disabled. For those groups, attempting to maintain them can lead to an office reputation as difficult, aloof, unresponsive, or the dreaded “such a millennial” or “not a team player.” It might mean getting passed over for promotions or, eventually, getting fired. You can’t 4-Hour Workweek your way out of this problem. You need something structural.

In America, particularly in non-unionized workplaces, this sort of chronic understaffing acquires a logic all its own. If you can stand to lose employee weight, you should; if you don’t, you’re leaving profits on the table. Appropriately staffing isn’t a way to create a better work environment; it’s “bloat.” Workplaces attempt to counter the negative effects of understaffing with professional development, bonuses, perks, snacks, therapy dogs, subsidized gym memberships, swag, happy hours, access to meditation apps; the list is truly endless. One HR person told us that she was always amazed that employees complained about stress and overwork but then never took advantage of the perks. It makes sense, though. They don’t have the time. What would really make their lives better isn’t a meditation app, but adding a few more employees without also adding the expectation of more work.

As office work began to expand over the course of the twentieth century, workers were sold on promises of comfort and satisfaction. Instead of toiling on a factory room floor, welding the same joint over and over again, you could sit in an office, filing the same report over and over again.

We can understand that if companies actually want to cultivate that ever-alluring “good” company culture, they have to rethink not just the amenities and office space they’re providing their employees but the entire style of work, the whole ethos of optimization and presentism. Doing so will demand authentically embracing flexibility, as we discussed in the last chapter. But it will also mean reconsidering core values beyond “growth” and “scale,” and understanding that you cannot compel or surveil your way to sustained, quality productivity. Productivity is the by-product of a workforce that has had its essential needs met.

When you conceptualize diversity as something you add onto an existing monoculture, chances are high those employees will always feel as if they were somehow on the outside of it. And when you treat DEI as a module to complete, you can blind yourself to the way your company fails to integrate its ethos into basic, day-to-day operations.

Getting rid of the monoculture isn’t just about hiring or promoting people. It’s about figuring out how to organizationally shift the locus of power and control away from those who’ve had it, without question, for so long. This is, in a sense, a radical change when it comes to power dynamics inside companies, and the process will likely create some sort of tension. But it’s wrong to think of these changes one-dimensionally—as a power grab, or an overthrow of an old regime. That kind of thinking is zero-sum, destined to fail, and not how inclusion actually works.

Organizations of every size and shape are always trying to figure out the most desirable, most effective perks their budgets allow, when the easiest one is right there in front of them. They can give their employees the immeasurable gift of a schedule and flexibility that will permit them a world away from work and lift the psychological burden of that second family from their shoulders. A healthy work culture creates the circumstances for all employees to do their very best work. But a sustainable, resilient one understands and eagerly invites them to have lives outside it.

This was, and remains, the dystopian reality underlying the redesign and automation of the office. Its mandate is never “You figured out how to do your tasks more efficiently, so you get to spend less time working.” It is always “You figured out how to do your tasks more efficiently, so you must now do more tasks, for the same pay.

People who’ve adopted an individualist attitude aren’t necessarily sociopaths or assholes: they’ll still donate to a GoFundMe to help a local kid with cancer, or even stop to help someone on the side of the road if they look “safe.” They chip into the gift fund for a co-worker’s fiftieth birthday, tithe to their church, and fundraise for their children’s school. They do want to help others, but they want it to be on their own terms and arbitrate who’s worthy of receiving it. They are often obsessed with the idea of “fairness”: that one can benefit from something only insomuch as they’ve contributed to it themselves.

We hear communities endlessly debating whether this is good or bad for their community, and the hard truth is that when you’re one of these towns, you don’t get to make that decision,” Rumore told us. “This change will happen whether they like it or not, so instead the conversation needs to be ‘How do you protect the things you hold dear?’ ” A big hurdle, Rumore admits, is that many of these desirable rural western communities are politically polarized: liberal enclaves in a sea of deep conservatism. The ideological split can make something as seemingly straightforward as a community meeting incredibly fraught. But residents of smaller gateway communities tend to share a love of place—its natural beauty, or its seclusion, or its history. When you frame discussions around what’s worth preserving, it can bring people together, even if they disagree on the way to actually go about protecting the places and spaces they love.

Workers are desperate for more autonomy over their lives. They crave more balance and less precarity. They also, crucially, want to work. But they want to work for places that treat them as human beings and that invest in them and their futures. They want to be a part of organizations that recognize that meaningful and collaborative work can bring dignity and create value but that work is by no means the only way to cultivate satisfaction and self-worth. We know that workers who are overextended become too tired, frustrated, and anxious to do their best work; they’re too busy trying to tread water, look busy, and keep poorly communicating bosses happy.

Finance execs know they should be figuring out new ways to work, but those who rose through the ranks one way, and endured a particular form of suffering and overwork, are reluctant to change their ways, no matter how much evidence is presented of the benefits of abandoning them.

Getting paid for working should not be a luxury,” Panichkul writes.

All the decisions and multitasking that are already hard to juggle when you’re well-nourished and have a safe and consistent place to live become immeasurably more difficult

The difference, then, is that those servants made it so that they didn’t have to work—not so that they could work more.

In The Sum of Small Things: A Theory of the Aspirational Class, Elizabeth

You are what you eat, read, watch, and wear, but it doesn’t end there. You’re also the gym you belong to, the filters you use to post vacation photos, where you go on that vacation. It’s not enough to listen to NPR, read the latest nonfiction National Book Award winner, or run a half marathon.

hundreds of thousands of dollars in debt, will never buy a home, and are terrified of what a medical catastrophe could bring, so long as you can still blend in with higher incomes in a social setting.

It’s an attitude shared by so many women of history, so many women of this book, and so many others reading it: a hope that someday, the only rules a woman will have to abide by are those she sets for herself.

It's always been implied that if you fail to succeed, you aren't passionate enough. But I no longer invest in work emotionally. It isn't worth it. I learned that every single person is expendable. None of it is fair or based on passion or merit. I don't have the bandwidth to play that game

The idea of a pension was not, and is not, extravagant. It's premised on the idea that some of the profits you help produce for a company should not go to stockholders, or the CEO, back back to longtime workers, who would continue to receive a portion of their salary even after they retire. In essence, the worker committed years of their life to making the company profitable; the company then commits some extra years of its profits to the employee.

The story of middle-class ascendancy is all about individual hard work. And no one wants to lose any of the hard-won benefits of that work, which helps explain the popularity of the Personal Responsibility Crusade amongst boomers and their parents. Members of the middle class were so freaked out by seeping economic instability that they started pulling the ladder up behind them.

It is the constant, unspeakable fear for the health of your family and your community. It looks like work spreading into every corner of your life. It’s being asked to do more than you are able every day, and then waking up and being asked to do it again. The